Use Outlook signatures to improve candidate experience. Seriously.

Anybody who has ever worked with me knows that I often approach sourcing like a marketer.  That is, I conduct my research, compile lists of candidates, then engage them repeatedly in volume via mail merge or InMail.  This is a great way to quickly build a candidate pipeline, but it does present one issue: managing the responses.

I make it a point to correspond with every candidate who replies to me, even those who decline (ESPECIALLY those who decline).  Most recruiters don’t do this (the dreaded HR black hole), so it differentiates me from my competitors, and also generates referrals.  I go one step further, and set a reminder to follow up with them again after a reasonable period of time, usually 3-6 months.

Continue reading »